State Universities - Carry Forward Policies
7.17 General Harassment for AFSCME - Council 6 Employees
Subdivision 1. Policy:
Intentional behavior(s) whether physical or verbal by one employee toward
an AFSCME-Council 6 bargaining unit member which has the purpose of interfering
with the bargaining unit member's work performance or creates an intimidating,
hostile, or offensive environment constitutes a violation of state university
policy. Complaints of behavior(s) covered by non-discrimination policies must
be filed with the Affirmative Action Office pursuant to FSSP - 1.
Subdivision 2. Procedure for Resolving Complaints of General Harassment:
A. Complaints shall be filed according to the chain of supervisory/administrative
responsibility at the first appropriate level except in cases where the supervisor/administrator
is the alleged harasser. Unit supervisors, division supervisors, and deans
will attempt to resolve allegations of general harassment within ten working
days and take appropriate action. AFSCME-Council 6 bargaining unit members
may have bargaining unit representation at his/her request. Supervisors, deans,
vice presidents, and presidents may contact the University Personnel Office
as a resource.
B. Should an employee be dissatisfied with the resolution or decision of
the unit supervisor, division supervisor, or dean, he/she may appeal that
determination within five working days to the unit/department vice president
for a final determination. The responsible unit/department vice president
is the unit/department vice president where the complaining party is employed.
The vice president shall have ten working days in which to review the complaint,
meet with parties as he/she deems appropriate, and issue a final decision.
(i) The division vice president shall resolve allegations of general harassment
made by unit or division supervisors who are AFSCME-Council 6 bargaining
unit members against other employees in the division.
(ii) The university president shall resolve allegations of general harassment
made by AFSCME-Council 6 bargaining unit members against deans or university
vice presidents.
(iii) Allegations of general harassment against a University President
shall be filed with the Chancellor's Office. The Chancellor shall appoint
a representative to investigate the complaint who will prepare a report
of his/her investigation for consideration by the Chancellor and a decision
on the merits. The Chancellor's Office shall have thirty(30) days from the
date of filing in order to reach a decision.
(iv) AFSCME - Council 6 bargaining unit members in the Chancellor's Office
shall follow the same complaint process except that the unit/division manager
is a Vice Chancellor. Complaints against the Chancellor shall be filed with
the President of the State University Board.
Subdivision 3. Timelines:
Timelines for resolving and/or reaching a decision may be extended by
the investigating supervisor/administrator for reasonable periods of time
to allow for the presence of parties on campus or as otherwise deemed appropriate.
The complaint file should contain the specific reasons for delays in investigating
or processing the complaint.
Subdivision 4. Final Decisions:
Decisions by the Vice President and/or President are to be deemed the
final determination of the university. Complaints of general harassment are
not subject to investigation and review under FSSP-1.
Subdivision 5. Sanctions:
Employees found in violation of system policy in Subdivision 1 will be
subject to disciplinary sanctions, including separation from the System or
University when appropriate.
APPROVED BY THE MINNESOTA STATE UNIVERSITY BOARD AT ITS MEETING ON NOVEMBER
30, 1994.
-
